Human resources are an extremely important business resource, unique to each company. Human resource management is an important aspect of business management, and understanding the planning, selection and recruiting process is essential to the success of the business.
What is technical recruitment?
Recruitment is the process of identifying, attracting and recruiting qualified candidates. Human resource needs can be met in two ways: by hiring new people and developing the potential of existing people. The recruitment process begins with a decision on filling vacancies and reviewing the requirements. Once these requirements are determined, a search is done for potential candidates to fill the vacancies.
Recruitment is a two-way process because two parties are involved: the organization that has to fill the vacancies and the candidate who wishes to establish a working relationship with the organization. Both parties have the right to choose, as candidates don’t care what they will do, what organization they will be attached to, etc.
Recruitment is a process that identifies staffing needs and identifies potential candidates for vacancies. In order to familiarize potential candidates not only with the jobs for which they are applying, but also with their position in the company, it is necessary to carry out extensive information activity. There are two basic sources of recruitment: internal and external. Internal sources include employees who are already working in the company, and external sources include those outside the company (in the workforce, schools, colleges, other companies and institutions). Culver careers will help you find out more.
What is the purpose and purpose of recruiting?
The aim and purpose of recruiting is to attract a pool of qualified applicants from outside the organization for a specific vacancy. It should be noted that recruiting is a two-way process, which means that the organization is not the only one with certain expectations, but also a potential candidate. In addition, the legislation establishes compliance with labor laws and prohibits all forms of discrimination (based on sex, age, race, religion, etc.).
Human resource planning
Human resource planning is a very important function of human resource management which contributes to the success of the strategic objectives of the organization. For strategies to be effective, an organization must have the right number of people who have the skills, knowledge and talents to implement them. Plans are instruments for carrying out the strategy, translating it into concrete people, activities and other necessary resources. Human resource planning answers seemingly simple but important questions:
- How many people do we need to achieve business plans and goals?
- What mix of knowledge, skills and abilities do we currently need?
- What kind of people, what skills, knowledge and abilities will we need in the future?
- How to provide the necessary people?
- How do you prepare current employees for the future needs and demands of the job?
- Where and how will we find the people we need?
As simple as these questions may seem, timely and appropriate answers are of great importance in human resource planning.
Recruitment objectives
Recruitment is a process which, by the nature of things, relies on the job planning and analysis process, if the demand for certain staff profiles is estimated to be greater than the supply and if the organization decides to fill vacancies. The main objectives of recruitment are:
- define current and future workforce needs, in accordance with the policy of human resources planning and work analysis in the organization,
- attract as many qualified candidates as possible, at the lowest possible cost,
- increase the percentage of a selection of qualified applicants and decrease the percentage of admission of unsuitable applicants,
- reduce the percentage of departures of newly hired staff,
- monitor the success of the various recruitment programs and sources of potential candidates, in order to find the most rational and effective modalities to attract and supply the optimal number of qualified candidates.
Why is careful selection important?
The selection of candidates requires a serious approach because otherwise it can lead to undesirable consequences such as poor selection of candidates, which affects the work, development and productivity of a company. Employees with the right skills and qualities make a great contribution to their superiors and to the company.
One of the main sources of recruiting candidates is considered the Internet because it allows contact with a large number of people with rapid feedback. However, very often we have a situation where a large number of unqualified applicants apply. In addition to the Internet, there are also applicants for colleges, professional job search organizations, company website, employee recommendations, and many other sources.
Conclusion
Before starting the recruitment and selection process, it is necessary to have a detailed overview of the movements in the external and internal environment. Important factors in the external environment are the external labor market and government policy. Internal factors are factors within the organization that influence the recruitment and selection process. The following elements are taken into account: a strategic approach to human resources management; “Hard” or “soft” approach to human resources management; the financial situation of the organization; the size of the organization, the industrial sector to which the organization belongs and the culture of the organization. Recruitment is the process of attracting qualified candidates in numbers which will allow the organization to select the best to fill vacancies. Potential vacancies are indicated when a worker leaves or a position expands. In these cases, more often than not, there is a real need to fill the vacant position.
Selection is a process in which a choice is made between candidates available for a particular position and a decision is made about their employment. There are different selection methods and many techniques that help managers predict which of the registered candidates will be most successful in meeting the requirements of the position. Three groups of criteria must be fulfilled in the selection process: the criteria that must be satisfied by the selection methods; the criteria that must be fulfilled by the candidate and the criteria that must be fulfilled by the organization.